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The standard for determining fair representation in labor negotiations and grievance handling under the national labor relations act. It emphasizes the importance of a 'wide range of reasonableness' for unions in serving their statutory role, and the difference between dfr (defense of fair representation) and uflp (unfair labor practice) under 8(a). The document also explains that a 'bad' agreement does not breach dfr when viewed retrospectively.
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Inevitably differences arise in the manner and degree to which the terms of any negotiated agreement affect individual employees and classes of employees. The mere existence of such differences does not make them invalid. The complete satisfaction of all who are represented is hardly to be expected. A wide range of reasonableness must be allowed a statutory bargaining representative in serving the unit it represents, subject always to complete good faith and honesty of purpose in the exercise of its discretion. Compromises on a temporary basis, with a view to long-range advantages, are natural incidents of negotiation.... The National Labor Relations Act, as amended, gives a bargaining representative not only wide responsibility but authority to meet that responsibility. [Ford Motor Co. v. Huffman, 1953, 345 U.S. 330, 338-339]
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